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    政大機構典藏 > 商學院 > 企業管理學系 > 期刊論文 >  Item 140.119/64617


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    题名: 高承諾人力資源管理、知覺組織支持、信任與知識分享之關係探討：跨層次的分析
    其它题名: High Commitment HRM, Perceived Organizational Support, Trust, and Knowledge Sharing: A Multiple-Level Analysis
    作者: 韓志翔;江旭新;楊敦程
    Han, Tzu-Shian;Chiang, Hsu-Hsin;Yang, Tun-Cheng
    贡献者: 企管系
    关键词: 高承諾人力資源管理;知覺組織支持;信任;知識分享
    High-commitment HRM;perceived organizational support;trust;knowledge sharing
    日期: 2009-01
    上传时间: 2014-03-12 17:48:25 (UTC+8)
    摘要: 在知識經濟時代，知識被視爲企業競爭優勢的重要資源，然而知識分享是否成功，關鍵在於員工有否適當地被激勵，以及是否願意積極主動地參與分享其知識與專業能力。而高承諾人力資源管理乃是一個能影響員工的承諾及動機的策略，因此企業可以採取此策略使員工知覺組織支持，產生信任，進而分享關鍵知識。然而單一層次研究會造成CMV偏誤，因此本研究以跨層次的分析方法(HLM)，探討高承諾人力資源管理如何影響知覺組織支持、信任與知識分享。以台灣金融機構的主管與及所屬員工爲研究對象，從27家公司回收主管問卷177份及員工問卷926份。個體層次的分析結果發現，知覺組織支持與信任呈正向相關，知覺組織支持、信任與知識分享呈正向相關，信任部分中介知覺組織支持與知識分享之關係；跨層次的分析結果發現，高承諾人力資源管理與知覺組織支持呈正向相關。
    Prior research on knowledge sharing has focused on individual-level, team-level or organizational-level analyses. High-commitment HRM is regarded as a commitment-based strategy which may foster employee motivation that contributes to knowledge sharing. A multiple-level analysis was adopted to investigate relationships among high-commitment HRM, perceived organizational support, trust, and knowledge sharing. Samples collected by this study obtained from 27 financial institutes in Taiwan, including 177 supervisors and 926 subordinates. Individual-level results showed that positive relationships existed in relations between perceived organizational support, trust, and knowledge sharing. Trust partially mediated the relationship between perceived organizational support and knowledge sharing. Cross-level results represented that high-commitment HRM was positively associated with perceived organizational support.
    關聯: 管理評論, 28(1), 25-44+127-135
    数据类型: article
    显示于类别:[企業管理學系] 期刊論文

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